Legal claims defining the scope of protection. Each claim is shown in both the original legal language and a plain English translation.
1. A recruiting system for use in determining suitability of at least one recruitment candidate for at least one job position, or suitability of at least one job position for at least one recruitment candidate, the system including at least one server configured to: access rule data representing: one or more rules associated with the position, at least one rule value for each rule, and one or more model attributes for each rule, the model attributes being associated with a model candidate for the position; access candidate data representing a candidate profile with one or more candidate attributes of the recruitment candidate; determine matching ones of the rules based on whether the candidate attributes match the model attributes of each rule; and generate data representing a matching metric value, representing the suitability of the recruitment candidate for the position, based on the rule values that correspond to the matching rules, wherein the matching metric value is based on a comparison between: a combination of the rule values that correspond to the matching rules, and a combination of the rule values that correspond to the rules associated with the position, and wherein the server is configured to: select valid ones of the rules based on whether the model attributes of each rule correspond to completed portions of the candidate profile; generate data representing a raw matching score based on a combination of the rule values that correspond to matching ones of the valid rules; generate data representing a total matching score based on a combination of the rule values that correspond to the valid rules; and generate data representing a relevance score of the matching metric value using a comparison between the total matching score and the raw matching score, wherein the server is configured to generate data representing an accuracy score of the matching metric value using a comparison between the number of the valid rules and the total number of the rules associated with the position, and wherein the matching metric value is determined based on the relevance score and the accuracy score.
A recruiting system determines how well a candidate fits a job. A server accesses rules about the job, including attributes a good candidate should have (model attributes) and values indicating the importance of those attributes. The system also accesses the candidate's profile, including their skills and experience (candidate attributes). The system finds rules where the candidate's attributes match the ideal candidate's attributes. It calculates a "matching metric value" (suitability score) based on the importance values of the matching rules, compared to the importance values of *all* rules for the job. To improve accuracy, it only considers rules relevant to completed parts of the candidate's profile to calculate a "relevance score." It also calculates an "accuracy score" based on how many rules are valid. The final suitability score considers both the relevance and accuracy scores.
2. The recruiting system of claim 1 , wherein the server is configured to determine the suitability of a plurality of candidates for one position, and/or the suitability of a plurality of positions for one candidate.
The recruiting system described previously can evaluate many candidates for a single job, or evaluate a single candidate for many jobs. This system involves a server that accesses rules about job positions, including attributes a good candidate should have (model attributes) and importance values for those attributes. It also accesses candidate profiles with candidate attributes. It determines rule matches, and generates a matching metric value (suitability score) based on the rule importance values, compared to the values of all the job rules. The system selects valid rules based on complete candidate profile sections, and calculates relevance/accuracy scores.
3. The recruiting system of claim 1 , wherein the rule data represent a predicate for each rule, wherein each predicate includes the model attributes of the corresponding rule, and wherein the predicate is used for the determining whether the candidate attributes match the model attributes of each rule.
In the recruiting system described previously, the rules data uses "predicates" to define how candidate attributes should match the ideal candidate attributes. This system involves a server that accesses rules about job positions, including attributes a good candidate should have (model attributes) and importance values for those attributes. It also accesses candidate profiles with candidate attributes. It determines rule matches, and generates a matching metric value (suitability score) based on the rule importance values, compared to the values of all the job rules. The system selects valid rules based on complete candidate profile sections, and calculates relevance/accuracy scores. Each predicate contains the model attributes. The system determines rule matches using these predicates.
4. The recruiting system of claim 1 , wherein a subset of the rules and a subset of the candidate attributes are selected based on their correspondence to a portion of the candidate profile, and the matching metric value represents the suitability in relation to that portion.
The recruiting system described previously can focus on specific sections of the candidate's profile. A subset of rules and candidate attributes are chosen based on their relevance to a specific part of the profile. The matching metric value then represents the candidate's suitability for that particular section. This system involves a server that accesses rules about job positions, including attributes a good candidate should have (model attributes) and importance values for those attributes. It also accesses candidate profiles with candidate attributes. It determines rule matches, and generates a matching metric value (suitability score) based on the rule importance values, compared to the values of all the job rules. The system selects valid rules based on complete candidate profile sections, and calculates relevance/accuracy scores.
5. The recruiting system of claim 1 , wherein the server is configured to use an heuristic filter using position profile attributes and/or candidate profile attributes to select the rule data associated with the at least one job position, and/or the candidate data associated with the at least one recruitment candidate, from stored data representing all possible job positions and/or all possible recruitment candidates.
The recruiting system described previously uses filters to narrow down the search. Based on job or candidate attributes, it selects relevant job rules or candidate data from a larger pool of possibilities. This system involves a server that accesses rules about job positions, including attributes a good candidate should have (model attributes) and importance values for those attributes. It also accesses candidate profiles with candidate attributes. It determines rule matches, and generates a matching metric value (suitability score) based on the rule importance values, compared to the values of all the job rules. The system selects valid rules based on complete candidate profile sections, and calculates relevance/accuracy scores.
6. The recruiting system of claim 1 , wherein the server is configured to generate user interface data for displaying the matching metric value as a corresponding fraction of a graphical object, and wherein the graphical object is a closed path, and the fraction corresponds to a fraction of length along the closed path.
The recruiting system described previously displays the suitability score visually. The server generates a user interface that shows the matching metric value as a portion of a shape (like a circle or rectangle). The length or area of the filled portion of the shape corresponds to the candidate's score. This system involves a server that accesses rules about job positions, including attributes a good candidate should have (model attributes) and importance values for those attributes. It also accesses candidate profiles with candidate attributes. It determines rule matches, and generates a matching metric value (suitability score) based on the rule importance values, compared to the values of all the job rules. The system selects valid rules based on complete candidate profile sections, and calculates relevance/accuracy scores.
7. The recruiting system of claim 1 , including a client computing device, wherein the at least one server or the client computing device is configured to generate data for displaying the matching metric value to a user, and/or for ranking and displaying a plurality of candidates and/or positions using respective ones of the matching metric value.
The recruiting system described previously displays the suitability score to a user. Either the server or a client device generates a user interface to show the matching metric value. The system can also rank and display multiple candidates or jobs based on their scores. This system involves a server that accesses rules about job positions, including attributes a good candidate should have (model attributes) and importance values for those attributes. It also accesses candidate profiles with candidate attributes. It determines rule matches, and generates a matching metric value (suitability score) based on the rule importance values, compared to the values of all the job rules. The system selects valid rules based on complete candidate profile sections, and calculates relevance/accuracy scores.
8. A recruiting process for use in determining the suitability of at least one recruitment candidate for at least one job position, or the suitability of at least one job position for at least one recruitment candidate, the process including: accessing rule data representing: one or more rules associated with the position, at least one rule value for each rule, and one or more model attributes for each rule, the model attributes being associated with a model candidate for the position; accessing candidate data representing a candidate profile with one or more candidate attributes of the recruitment candidate; determining matching ones of the rules based on whether the candidate attributes match the model attributes of each rule; and generating data representing a matching metric value, representing the suitability of the recruitment candidate for the position, based on the rule values that correspond to the matching rules, wherein the matching metric value is based on a comparison between: a combination of the rule values that correspond to the matching rules, and a combination of the rule values that correspond to the rules associated with the position, and wherein the recruiting process comprises: selecting valid ones of the rules based on whether the model attributes of each rule correspond to completed portions of the candidate profile; generating data representing a raw matching score based on a combination of the rule values that correspond to matching ones of the valid rules; generating data representing a total matching score based on a combination of the rule values that correspond to the valid rules; and generating data representing a relevance score of the matching metric value using a comparison between the total matching score and the raw matching score, wherein the process includes generating data representing an accuracy score of the matching metric value using a comparison between the number of the valid rules and the total number of the rules associated with the position, and wherein the matching metric value is determined based on the relevance score and the accuracy score.
A recruiting process determines how well a candidate fits a job. The process accesses rules about the job, including attributes a good candidate should have (model attributes) and values indicating the importance of those attributes. The process also accesses the candidate's profile, including their skills and experience (candidate attributes). The process finds rules where the candidate's attributes match the ideal candidate's attributes. It calculates a "matching metric value" (suitability score) based on the importance values of the matching rules, compared to the importance values of *all* rules for the job. To improve accuracy, it only considers rules relevant to completed parts of the candidate's profile to calculate a "relevance score." It also calculates an "accuracy score" based on how many rules are valid. The final suitability score considers both the relevance and accuracy scores.
9. The recruiting process of claim 8 , wherein the rule data represent a predicate for each rule, wherein each predicate includes the model attributes of the corresponding rule, and wherein the predicate is used for the determining whether the candidate attributes match the model attributes of each rule.
In the recruiting process described previously, the rules data uses "predicates" to define how candidate attributes should match the ideal candidate attributes. This process accesses rules about the job, including attributes a good candidate should have (model attributes) and values indicating the importance of those attributes. The process also accesses the candidate's profile, including their skills and experience (candidate attributes). The process finds rules where the candidate's attributes match the ideal candidate's attributes. It calculates a "matching metric value" (suitability score) based on the importance values of the matching rules, compared to the importance values of *all* rules for the job. To improve accuracy, it only considers rules relevant to completed parts of the candidate's profile to calculate a "relevance score." It also calculates an "accuracy score" based on how many rules are valid. The final suitability score considers both the relevance and accuracy scores. Each predicate contains the model attributes. The process determines rule matches using these predicates.
10. At least one non-transitory computer-readable medium having stored thereon data which are used to perform the method of claim 8 .
A non-transitory computer-readable medium (like a hard drive or flash drive) stores data and instructions to perform the recruiting process described previously. The process accesses rules about the job, including attributes a good candidate should have (model attributes) and values indicating the importance of those attributes. The process also accesses the candidate's profile, including their skills and experience (candidate attributes). The process finds rules where the candidate's attributes match the ideal candidate's attributes. It calculates a "matching metric value" (suitability score) based on the importance values of the matching rules, compared to the importance values of *all* rules for the job. To improve accuracy, it only considers rules relevant to completed parts of the candidate's profile to calculate a "relevance score." It also calculates an "accuracy score" based on how many rules are valid. The final suitability score considers both the relevance and accuracy scores.
11. The recruiting system of claim 1 , wherein the server is configured to: access data representing a plurality of available attributes for association with the model candidate in the recruiting system; generate user interface data representing the available attributes for display to a user of a client computing device; receive data representing a user selection of at least one attribute of the available attributes to be one of the model attributes, and a corresponding importance level of the attribute; and generate data representing at least one of the rules that includes the selected attribute and a corresponding rule value representing the importance level.
In the recruiting system described previously, the server lets a user define the ideal candidate attributes. The server displays a list of available attributes. The user selects attributes to be part of the ideal candidate profile and assigns importance levels to each. The server then creates rules incorporating these attributes and their importance levels. This system involves a server that accesses rules about job positions, including attributes a good candidate should have (model attributes) and importance values for those attributes. It also accesses candidate profiles with candidate attributes. It determines rule matches, and generates a matching metric value (suitability score) based on the rule importance values, compared to the values of all the job rules. The system selects valid rules based on complete candidate profile sections, and calculates relevance/accuracy scores.
12. The recruiting system of claim 1 , wherein the server is configured to: access data representing the candidate profile including identification details and the one or more candidate attributes; and generate user interface data representing the identification details and the corresponding matching metric value for the candidate.
In the recruiting system described previously, the system displays both the candidate's basic information and their suitability score. The server accesses the candidate profile, including identification details (name, contact information) and candidate attributes. The server generates a user interface showing this information alongside the calculated matching metric value. This system involves a server that accesses rules about job positions, including attributes a good candidate should have (model attributes) and importance values for those attributes. It also accesses candidate profiles with candidate attributes. It determines rule matches, and generates a matching metric value (suitability score) based on the rule importance values, compared to the values of all the job rules. The system selects valid rules based on complete candidate profile sections, and calculates relevance/accuracy scores.
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September 30, 2014
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